Understanding industrial relations is important for human resources (HR) professionals, as it allows them to develop positive workplace relationships. Knowing how to manage these relations effectively can provide companies with methods that foster productivity and success. If you’re a human resources professional who wants to ensure success in your company, it may be helpful to learn more about industrial relations. In this article, we explain what industrial relations in human resources is, share its importance and offer seven steps you can use to manage your industrial relationships.
What are industrial relations in human resources?
Industrial relations in HR entails the relationships between employers and employees. These types of relationships may include any interactions companies and their employees have with one another, such as performance reviews or business meetings. Typically, HR professionals document and maintain records of all aspects of these relations in case they need to reference or share them for any reason.
Why is industrial relations important?
There are many reasons industrial relations is important for businesses, including:
Employee development
Industrial relations is important for employee development because it provides them with the resources they require to be successful in their positions. These resources might include training materials, administrative support or individual meetings. Offering employees the ability to continually develop within your company might also help increase productivity levels because they can seek ways to develop skills or volunteer for new responsibilities.
Higher engagement levels
Your company may experience higher employee engagement levels after implementing effective industrial relations because employees who believe their company invests in them may possess more motivation to meet goals. This may also help lower your company’s turnover rates because team members who are engaged may be less likely to seek jobs elsewhere. Higher engagement levels that stem from positive industrial relations are also beneficial for increasing company output, which may allow your company to grow in its market and eventually expand.
Reduced workplace conflict
Transparent and positive relations between employers and employees are also important, as they help lessen the amount of workplace conflict that occurs. If you communicate policies, rules and values clearly, your company may experience fewer instances of miscommunication. Additionally, if everyone within a company works together and maintains respectful communication, there may be less conflict if a problem arises.
How to manage industrial relations
If you want to learn more about how to manage industrial relations within your company, here are some steps you can reference:
1. Meet all team members
Meeting all team members within your company is important if you work in an HR role because it can be easier to manage internal relationships when you personally know employees. For example, after meeting and becoming familiar with your colleagues, you may better understand how to communicate effectively with them if a concern arises.
One strategy you can employ to help you familiarize yourself with your company’s internal employees is to have an individual meeting with them when they first start their position. During these conversations, you can provide them with background information about the company or their team and allow them to ask you any questions. This can also help them identify you as someone whom they can contact in case they have concerns regarding their position or the company.
2. Promote constant communication
Promoting constant communication between internal team members and HR ensures that employees have the resources they require to perform their jobs effectively. Specifically, this can provide them with the ability to ask technical questions about company policies and rules. For example, an employee might have a question about the company’s paid time off policy. In this scenario, the employee may use the communication channel you’ve provided them to ask you their question.
Open communication is beneficial because it can empower employees to ask questions whenever they arise, without having to schedule a formal meeting. Sometimes, this type of constant communication can occur through email or digital communication tools. If you’re interested in using technology for instant messaging, consider researching different options and selecting the one best suited for your company’s needs.
3. Encourage feedback
Encouraging feedback from internal team members provides employees with an opportunity to openly share their thoughts and experiences. This might entail asking employees to submit weekly, monthly or quarterly feedback about the company and their work experience. For example, you may ask employees about whether they feel supported in their positions or if they feel as though their duties are clear. These steps can help your company understand where it’s providing teams with effective support and areas that may require adjustments.
One tool you can use to collect feedback is brief surveys, which you can sometimes administer through management technology systems. Sending them through management systems allows you to automate the feedback messaging. You can also decide whether you want the feedback you receive to be anonymous. If this is something you’re interested in, consider checking the features on your management systems to determine whether you can automate the feedback you encourage employees to provide.
4. Emphasize employees’ value
Ensuring that your company’s internal team members feel valuable is important because they might be more likely to contribute meaningful feedback if they know their company actively listens. For example, if most employees submit feedback highlighting a lack of useful training materials, they may feel as though their comments are valuable if their company provides them with these resources.
5. Establish boundaries
When managing industrial relations, it’s also beneficial to establish boundaries to ensure there are protocols implemented for handling certain situations. Typically, these protocols focus on addressing challenging situations and provide a basis for how leaders can manage them. For example, your company may establish an industrial relations boundary stating that no employee can employ hateful speech toward a colleague, which also defines the company’s criteria for hateful speech. Boundaries can also act as a guide when working to resolve potential conflicts between employees.
6. Incorporate values
Company values are beneficial to reference when managing industrial relations because they can help you maintain strong relations with employees that align with the company’s mission. For example, if one of your company’s values is teamwork, you might ensure that all employees have the resources they require to collaborate effectively. Your individual company values may influence how you manage your industrial relations because not every company has the same mission or goals.
7. Remain present
Remaining present for your internal team members is an important component of effective industrial relations management because it provides them with constant support and might help boost engagement. This support can be technical, such as answering questions or resolving conflicts. You can also be present for your employees by providing them with interactive opportunities to familiarize themselves with one another. For example, you might host company activities such as seasonal events, trivia, or team-building competitions. Providing opportunities for employees to engage with one another may also help boost company morale.
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